Research On Optimization Of Employee Incentive Mechanism In Company A

Since the reform and opening up,China's small and medium-sized enterprises have developed very rapidly,and their status and role in the national economic and social development are increasing.At present,the small and medium-sized enterprises registered by industry and Commerce account for 99% of the total number of registered enterprises,contributing as much as 60% to China's GDP,and providing more than 75% of urban employment.Small and medium-sized enterprises are important carriers for the implementation of mass entrepreneurship and innovation.They play a vital role in increasing employment,promoting economic growth,technological innovation and social harmony and stability.They have important strategic significance for national economic and social development.The development of small and medium-sized enterprises has a direct impact on the development of national economy.Level.For the development of an enterprise,man is an indispensable soul factor.To adapt to the fierce market competition,it is necessary to ensure the maximum output with the minimum input of production resources,and manpower is the most incremental and excavatable component of production resources.Employees are the main body of human resources in the production and operation of enterprises,the soul of enterprises,and the indispensable important force for the survival and development of enterprises.Adopting reasonable and effective incentive mechanism is an important means for enterprises to fully mobilize the enthusiasm of employees,and is a key link to ensure that employees devote themselves wholeheartedly to the realization of the grand strategic objectives of enterprises.In order to maintain long-term vitality in the fierce market competition,enterprises must strengthen the strength and depth of human resources management,establish and improve scientific and effective staff incentive mechanism,attract and retain talents,give full play to the initiative of employees,so that they can continuously contribute to the sustained,rapid and healthy development of enterprises.As company A has not been established for a long time,the construction of employee incentive mechanism started late,and the related theory and practical experience are relatively scarce compared with well-known enterprises.In recent years,although a series of employee incentive measures have been adopted and some achievements have been made,there are still many problems,which can not give full play to the role of manpower as the first productive force.It fails to fully mobilize the enthusiasm and creativity of workers in production and management,resulting in the failure of enterprises to achieve better and faster development in accordance with the expected objectives.In view of the above reasons,this paper draws lessons from Maslow's hierarchy of demand theory and Edward's hierarchy of ERG demand theory and other achievements,using mathematical statistics,reliability and validity test methods,to study the staff incentive mechanism of A company.Firstly,through questionnaire survey and in-depth interviews,this paper summarizes the status quo of employees' incentive mechanism in Company A,and analyzes the differences of employees' satisfaction with incentive mechanism and individual factors' satisfaction with incentive mechanism in Company A.Secondly,according to the previous analysis,it analyzes the incentive mechanism of Company A.The existing problems are summarized and summarized,such as unreasonable salary structure,weak performance appraisal,imperfect promotion mechanism and so on.Thirdly,according to the previous analysis,on the basis of the relevant theoretical results,based on the principles of goal combination,fairness,differences,and so on,from many aspects,many rings.Finally,from the aspects of strengthening propaganda and training,perfecting organizational structure,perfecting the system and so on,it puts forward the safeguard measures of the staff incentive mechanism of A company.